Articles tagged 'sourcing'

Professionals in greater China and Singapore are being aggressively recruited, but fewer are willing to make a change as optimism about the economic and financial outlook wanes.

The 2015 edition of MRIC’s Talent Report: Greater China & Singapore says there’s a regional trend toward more stability in the labor market as mid- and senior-level managers and professionals turn more cautious about changing jobs or relocating. (The MRIC report, in partnership with market research firm Ipsos, is based on more than 4,500 surveys.)

LinkedIn, the No. 1 social network used by recruiters and sourcers around the world, is changing the game; it has decided to give it all away for free. This is a direct quote from their website:

As part of our ongoing efforts to make search on LinkedIn more relevant and powerful for you, we’re increasing the visibility of your extended network in search. You’ll now be able to view full names and profiles for anyone in your extended network — 1st, 2nd, and 3rd degree — a level of visibility previously available only to paid subscribers. Previously, you would have only seen the first names with last names obfuscated for some search results, but you’ll now be able to see full names and profiles of all results. This will help you find even more of the people you’re looking for, and get yourself found more in return.

For most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.

The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later.

For recruiters who use LinkedIn mostly or exclusively for sourcing, the impact of the updated TOS is minimal. The most significant addition is one that limits the use of information in member profiles. It bans sharing or disclosing “information of others without their express consent.” That’s a restriction that doesn’t apply to Talent Solutions customers, but it does to others. A recruiter who captures information from a public profile could, technically, be found in violation of the TOS, however policing such a casual use is practically impossible. More likely, the provision is there to backstop the prohibition against the wholesale downloading or scraping of member information, as was the case with HiringSolved.

Our biggest client has told us that they don’t want us to use job boards to find candidates. They have in-house recruiters that were hired to screen resumes sent to their website postings and job board ads. How do they expect us to find candidates if we don’t use job boards? We still find candidates that their inside team doesn’t.

Social media offers an infinite number of tools and techniques to market your contract staffing services and source contract candidates. But social media can be daunting. Here are some tricks for using the most popular social networks based on our own experiences, research, and discussions with recruiters.

Evidencing the increasing difficulty of recruiting quality talent for key positions, employers turned to search firms to fill more of their openings last year, nearly doubling the percentage of jobs filled by independent recruiters from 2012.

The 50 employers, some with more than 200,000 workers, who took part in the just released source of hire survey by the recruiting consultancy CareerXroads, reported filling 5.9% of their external opening with candidates from third party agencies.

It’s the largest agency share since CareerXroads began asking about third party placements in 2003. That year, employers attributed 1.2% of their external hires to agencies. In 2012, employers said 3.1% of their hires came from agency referrals.

Note: Between updates LinkedIn regularly makes to its product lines, and the latest acquisitions, something is always new at the business networking site. From our sister site, Sourcecon.com, here’s an update on the latest developments.

LinkedIn acquired news alert startup Newsle. Newsle uses machine learning technology to update subscribers when their connections publish new content on the web. I’m hoping this will make my news feed more bearable and relevant as the technology is integrated into LinkedIn’s platform. For more details, see this post from Forbes.

By its very nature, a startup has no track record, little or no story to tell, and it may not even yet have a website. This is particularly the case if the startup is in stealth mode, a sort of secret early stage, when the founders make an effort to be as invisible as possible. So how do you research such a company?

INTRODUCING THE NEW DIGITAL VERSION OF THE THE FORDYCE LETTER

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